Comcast_Diversity_Report_2013

Seeing the
bigger picture.
The individuals, communities, and cultures
of Comcast and NBCUniversal.

At Comcast and NBCUniversal, we believe every member of
our team brings something uniquely valuable to the table,
and this is a vital part of our bigger picture.
For us, diversity & inclusion helps us navigate and innovate the best and boldest
technology and entertainment for our customers.
As leaders — in media entertainment, technology, and beyond — we know that
new ideas are the engine of our success. More than that, we recognize that
harnessing the power of the future begins with engaging all perspectives.
Diversity & inclusion powers our future.
comcast.com/diversity

At Comcast, we believe in the boundless possibilities of innovation.
A palpable, entrepreneurial spirit fuels our operations and pioneers a forward-looking focus on
inventing and perfecting cutting-edge products and entertainment experiences.
But in order to truly realize these possibilities — and, in turn, connect our customers and audiences
to the information, people, places, and content that matter most — we need a compass.
Diversity and inclusion is Comcast’s compass for success.
We understand that the key to creating the newest, most-accessible technologies, television
programming, movies, and entertainment experiences is maintaining an authentic and focused eye
on the diverse communities we serve.
Our acquisition of NBCUniversal afforded us with an unprecedented opportunity to marry content
distribution with content creation. But it also provided us with a unique ability to link the best
practices of two companies’ diversity and inclusion models. Accordingly, we prepared a plan for
diversity and inclusion across the company.
Our Master Strategic Plan for Diversity and Inclusion is our comprehensive road map for achieving
optimal diversity and inclusion across our organization. On the very first page of that plan, we assert:
“At Comcast and NBCUniversal, our goal is to be the model company for diversity and inclusion.”
With this, our Diversity and Inclusion Progress Report, we highlight the significant strides that we
have made toward meeting that goal over the past three years. In this report, we provide a broad and
public assessment of our company’s diversity and inclusion plans, initiatives, and progress. The facts,
figures, and perspectives — from year-end 2010 through year-end 2013 — span each of our five focus
areas: workforce, supplier diversity, programming, community investment, and governance.
As we continue to pursue the endless possibilities for our company, following our compass and
continuing to pursue a broad diversity and inclusion agenda, we will sustain our connection to our
customers, our audiences, and our communities. And it will sharpen our competitive edge, ensuring
that we continue to be a global leader, setting the standard for excellence in all we do.
3
Seeing the bigger picture.
A Message from Our Leaders
Brian L. Roberts, Comcast Corporation Chairman and CEO
David L. Cohen, Executive Vice President and Chief Diversity Officer

Diversity works. Just ask our people.
The best ideas, the best synergy, and our ability to be nimble, collaborate,
and to innovate can’t happen without inclusion — first.
At Comcast and NBCUniversal, we are a large family of dedicated, intelligent
individuals who strive every day to deliver the best products, programming,
and entertainment experiences anywhere. And at the heart of our Company’s
workforce culture is a tangible and visible commitment to diversity & inclusion.
Our People
BY THE NUMBERS
With the acquisition of NBCUniversal in 2011, we became a global company overnight. And nowhere
is that more evident, and more critical, than in the growth and diversity of our people. Specific to
U.S.-based employees, the size of our overall full-time workforce grew nearly 3% within that short
three-year time frame. And at every level of our workforce — from entry level to mid-management
(general workforce), to the director level, to executive VP+ level,† we saw an increase in people of color.
As we continue to execute upon our strategic recruitment and development programs, we are poised
to continue expanding the diversity of our workforce at all levels.
5Seeing the bigger picture.
The Diversity of Our People
At YE 2013, our total workforce
was 59% diverse. As we continue
to grow and execute upon our
strategy for diversity & inclusion,
the diversity of our workforce
will undoubtedly expand.
† “VP+” indicates executives at or above the Vice President level.
* “Diverse” indicates women and people of color, aggregated, without double-counting women of color.
NOTE:
Except where otherwise noted, this report includes data reﬂecting Comcast Cable, Comcast Corporation, and NBCUniversal;
it does not include Comcast-Spectacor.
59%
Diverse*
35%
Women
22%
African
American
5%
Asian American
12%
Hispanic
1%
Two or
More Races
0.4%
Native American

For leaders at the VP+ and Director levels, we experienced significant
growth in the number of diverse employees. The highest growth rate
was in the number of biracial or “mixed race” employees, for both men
and women. This growth, between YE 2010 and YE 2013, is in line with
2010-2013 U.S. Census mapping of the fastest-growing racial group
within the United States.
At YE 2013, our workforce was more
than 50% diverse at the director level
and 46% diverse at the VP+ level. As
we look to our future, we are building a
pipeline of diverse leaders through our
robust recruitment, development, and
engagement strategies.
A Closer Look at Our LeadershipIncreasing Diversity in Senior Leadership
Increased Diversity, VP & Above, YE 2010 - YE 2013
Increased Diversity, Director Level, YE 2010 - YE 2013
Leadership Diversity, YE 2013
Between YE 2010 and YE 2013,
women accounted for the highest
percentage of net hires and
promotions into VP+ positions.
This has resulted in more than
one-third total diversity at our
most senior executive levels.
40%
People of Color
(net)
57%
Women
(net)
(% of numerical growth by community)
21% 21% 20% 17%
41%
231%
48%
(% of numerical growth by community)
21%
8% 9%
26%
40%
24%
29%
46%
Diverse
36%
Women
5%
African
American
5%
Asian
American
7%
Hispanic
.1%
Two or
More Races
0.4%
Native American
51%
Diverse
39%
Women
6%
African
American
8%
Asian
American
7%
Hispanic
1%
Two or
More Races
0.2%
Native American
VP+
Directors
Net Increase
New VP+
(hires & promotions)
YE 2013

RECRUITING THE BEST — AT EVERY LEVEL
At Comcast and NBCUniversal, we’re serious about
finding top talent. And we constantly strive to ensure
that our recruitment process includes a diverse pool
of applicants. Each year, more than 1 million people
apply for a job with Comcast and NBCUniversal.
While 30% of all new employees result from internal
employee referrals, the remaining 70% of new hires
are recruited directly by members of our Talent
Acquisition Teams.
Our holistic diversity & inclusion recruitment and
retention strategy helps us attract high-potential
diverse candidates through a number of initiatives,
including:
• Partnering with top colleges, universities, diverse
executive search firms, and diverse MBA, journalism,
and engineering associations
• Launching a new careers microsite —
careers.comcast.com — and structuring an enhanced
social media outreach strategy through a broader
and more active presence on LinkedIn, Facebook,
and Instagram
• Requiring at least one person of color on hiring
manager slates for positions at the VP+ level
DEVELOPING TALENT, PROMOTING LEADERSHIP
Diverse perspectives lead to innovative ideas.
That’s not just our philosophy; it’s our competitive
advantage. At Comcast and NBCUniversal, we strive
to develop, retain, and embrace a workforce that
reﬂects the communities we serve. We focus on
developing our diverse talent through leadership,
mentoring, and sponsorship programs, including the
development and enhancement of programs focused
on our manager- and director-level employees.

LEADING THE WAY IN LEADERSHIP
DIVERSITY
One of our proudest achievements to date is the
increase in women leaders across the company.
As of YE 2013, women accounted for 39% of all
directors and 36% of all executives at the VP+
level. In addition, women accounted for 44% of all
promotions and 35% of all new hires at the VP+
level in 2013 alone.
We continue to evaluate and monitor our
workforce initiatives to ensure that our programs
are structured to yield long-term success.
BOOT CAMP, FOR THE BIG TIME
Comcast’s Executive Leadership Career
Advancement Program (ELCAP) is designed to
accelerate career growth and increase retention
for a diverse pipeline of leadership talent. ELCAP
provides on-the-job development and exposure
for employees with potential for a vice president
role as a next career move through executive
sponsorship, individual development plans, and
group learning events. Since its inception in 2012,
more than 90% of ELCAP participants are women
or people of color.
GETTING TO THE TOP STARTS WITH
THE FIRST STEP
Nicolas Jimenez was attending college and
working as a self-employed commercial office
painter when his sister, Marissa Jimenez of
Comcast’s Spotlight Media 360 Group, informed
him about an internship opportunity. Within five
years, Nicolas turned a summer internship into a
promising career. Working as part of Comcast’s
external and government affairs team, Nicolas
manages strategic community and business
partnerships to ensure a direct connection with the
communities and audiences we serve. Nicolas also
leads one of Comcast’s eight Employee Resource
Groups, Unidos@Comcast, designed for members
and friends of the Hispanic community.
In his own words …
“I enjoy working at Comcast because I feel
appreciated and I feel that I can own my little
section of the company. I started as an intern and
I’ve been given more and more responsibility and
been allowed to grow.”
FUELING SUCCESS AT EVERY LEVEL
Comcast and NBCUniversal employees enable
our mission to inform, connect, entertain, and
inspire our customers and audiences. In support
of their important work, we provide training and
development opportunities for all employees at
every level to help them — and our business —
succeed.
These opportunities span more than 100 programs,
including college internships, leadership
fundamentals, and executive management and
boot camp classes.
EXECUTIVE LEADERSHIP FORUM
Our ﬂagship executive leadership program
identifies leaders from across the business and
develops them for the executive level. Participants
use in-class learning and group projects to deepen
their understanding of our operations, experience
diverse leadership styles, cultivate new executive
management skills, and pitch innovative business
ideas for review and possible implementation.
Since its introduction in 1999, nearly 500
employees have completed the program.
Employee
Development
Programs
100+

FOUNDATIONS OF
ORGANIZATIONAL LEADERSHIP
Introduced in 2002 and targeting mid-level
management employees, the Foundations of
Organizational Leadership (FOL) program helps
participants develop and refine leadership skills,
explore and improve business processes, and
leverage partnerships at work in the community.
Curriculum includes executive-led forums on
topics from management strategies to corporate
finances and problem solving. About 450
employees have completed the program to date.
FINANCIAL MANAGEMENT
LEADERSHIP PROGRAM
We created this three-year program to meet
the growing demand for financial leaders with
rich experience in Comcast and NBCUniversal
operations. Each year, under the executive
sponsorship of Comcast Corporation Vice
Chairman and Chief Financial Officer Michael J.
Angelakis, six high-potential employees
who are early in their careers develop financial,
operational, and leadership skills through
executive mentoring, unique rotational
assignments that can involve relocation, and a
customized curriculum. Our first six graduates
completed the program in 2012, and each now
holds a director-level role in the business.
TEAM NBCUNIVERSAL
Launched in 2012, TEAM NBCUniversal is a group
mentoring experience at NBCUniversal designed
to provide leadership development and cross-
business exposure for rising leaders at pivotal
career points. Through cross-functional teams
comprised of an executive mentor and three
to four peers, participants engage in learning
events and discussions aimed at broadening
one’s business acumen, collaboration skills, and
professional network.
COMCAST WOMEN IN
LEADERSHIP AT WHARTON
This leadership development program for senior-
level women, developed in partnership with the
University of Pennsylvania Wharton School
of Business, is under the executive sponsorship
of Neil Smit, President and CEO of Comcast Cable,
and David L. Cohen, Executive Vice President of
Comcast Corporation. Led by Wharton faculty and
leading practitioners, this unique program allows
female executives to explore frameworks and tactics
to achieve their goals and develop action plans to
maximize their executive leadership potential. Since
its launch in 2012, three cohorts of approximately
30 participants per cohort have completed
the Comcast Women in Leadership at Wharton
program. A fourth session began in November 2013.
Percentage of
Diverse Employees,
Company-Wide
at YE 2013
59%
MINORITIES IN MEDIA Our major long-term partnership
with the Emma L. Bowen Foundation helps Comcast
and NBCUniversal to work with and develop potential
members of our future workforce. Between YE 2010
and YE 2013, all of the interns in these programs were
people of color and/or women. The 2013-2014 academic
year boasts 55 student interns, representing an increase
of 22 students over the 2010-2011 academic year. And
we’re proud to report that nearly half of the 2012-2013
NBCUniversal Emma Bowen graduates were hired
by NBCUniversal into positions with MSNBC, NBC
Entertainment, and the NBC Page Program.
SUPPORTING STEM Comcast and NBCUniversal continue
to develop and enhance internal internship programs to
organically grow the pipeline of diverse talent for “mission
critical” areas, with a focus on science, technology,
engineering, and math (“STEM”) programs.
INCLUSIVE TO THE CORE The Career Orientation and
Rotational Experiences (CORE) Technology Program
is a two-year rotational program that we launched
in 2013 geared toward recent college graduates in
software engineering or computer science interested in
a technology career. Over the course of the program,
CORE Tech participants have the unique opportunity to
experience three different full-time rotations within the
Comcast and NBCUniversal footprint. In our inaugural class,
one-fourth of CORE Tech participants are people of color.
MASTERING DIVERSITY IN BUSINESS The MBA Rotational
Program, launched in 2013, is a two-year rotational program
that focuses on critical high-profile strategic projects in
many areas of the business. These include targeted training,
exposure to senior leadership through project readouts,
case studies, access to executive steering committee
members, and peer learning. Upon completion of the two-
year rotation, participants receive individualized placement
into career-accelerating positions. Three of the five high-
potential candidates selected for the MBA Rotational
Program in 2013 are people of color (including one veteran),
and two are female.
CREATING A LADDER
OF OPPORTUNITY
We identify diverse talent through our
internship and rotational programs. In-
depth leadership training, combined with
exposure to professional experience and
mentorship, ensures that we are building
and developing a strong pipeline of talent
across our entire organization.
Diverse Participation Aggregate,
YE 2010 - YE 2013
50%
Financial Management
Leadership Program
(FMLP)
50%+
Foundations of
Organizational Leadership
(FOL)
45%+
Executive Leadership
Forum
(ELF)
90%+
Executive Leadership
Career Advancement Program
(ELCAP)
75%+
TEAM NBCUniversal

MYRNA SOTO
Charged with the overall security strategy,
development, and coordination of all information
and infrastructure security operations and
programs for Comcast, Myrna Soto is one of our
highest-ranking Latina executives. Since taking her
post in 2009, Myrna has consolidated no less than
five security and compliance teams into a central
organization and also leads several initiatives that
have placed the security vertical in a position to be
a revenue enabler for the company.
In her own words …
“I am a product of a Cuban father and a Puerto
Rican mother. I’m also a South Florida native, which
is where I first attended community college. Three
advanced degrees and 25 years of experience
make me proud to be an engineer. But more
importantly, I’m proud to support and advocate
for more women to pursue STEM careers.”
WOMEN ENGINEERS AT
COMCAST — SETTING A
HIGH BAR FOR EXCELLENCE
In a field dominated by males, women engineers
at Comcast are helping to lead the future of our
business technologies and entertainment products.
And the diversity doesn’t just end with gender.
SHERITA T. CEASAR
A graduate of the Illinois Institute of Technology,
Sherita T. Ceasar is the Vice President of National
Video Deployment Engineering for Comcast
Communications. In this role, she is responsible
for the overall vision, direction, and management
of all national video deployment engineering
projects for core video delivery, On Demand
services, and interactive video applications for
over 22 million subscribers. Her leadership scope
includes management of new video deployments,
national hardware and software upgrades, capacity
augmentation of infrastructure for growth, and
decommissioning end-of-life equipment. She is
proud of a team that deploys thousands of video
infrastructure components and delivers software to
millions of set-top boxes across the Comcast footprint.
Sherita has been called a “Wonder Woman,” and was
named to the “Most Inﬂuential Women and Minorities
in Cable” lists more than a dozen times. Even after 30
years of shaping and delivering innovative technology
in the telecommunications industry, Sherita believes
strongly that in order to have a successful career, you
have to be a lifelong learner and team player, and
never give up, no matter the circumstance.
“High school was probably the first time that I
started feeling left out. I was the girl from the
projects on the South Side of Chicago, getting the
lunch tokens and having to eat because — depending
on the day — it might be “the” meal of the day. One
day, a school counselor pressed my face against a
window and said, ‘anytime you need motivation, you
look outside your window.’ That was a turning point
for me. Outside my window, I knew I had a choice.”
ANGELA FOELL
Joining the Comcast family in 2010 after working as a
software developer on an academic video on demand
platform, Angela Foell is one of Comcast’s newest
rising-star engineers. She spends her days working
on a number of web-based engineering products,
including the Cloud TV and Cloud DVR initiatives.
These initiatives help enhance the ease of multiple-
device access to live television, video on demand, and
DVR ecosystems through one central cloud location.
A lover of the outdoors and an avid mountain biker,
Angela was a metal arts sculpture major in college
before switching to a completely different academic
focus, statistics. Years later, Angela doesn’t regret the
decision and has found that engineering allows her to
mesh logic with creativity.
“It’s important to have women represented in various
roles across the company. When you can see that
someone else is doing something, it inspires people
to think, ‘I can do this, too.’ I often speak at schools
to try to encourage young people, especially young
women, to pursue STEM careers. I’m pretty direct
about how fun and exciting being an engineer really
is — and it doesn’t hurt that you can still wear retro
dresses and do engineering!”
LESLIE CHAPMAN
Leslie Chapman grew up in Puerto Rico, but she
is not Latina. The biracial daughter of a Caucasian
mother and African American father, Leslie is an
accomplished software engineer with more than a
decade of experience in software engineering. At
Comcast, Leslie is instrumental in creating products
that millions of customers use every day. At work,
Leslie’s expertise spans large systems engineering,
embedded controls design, hardware driver
development, and cable set-top box development.
When she’s not engineering at Comcast, Leslie
enjoys riding her scooter, eating vegetarian foods,
sewing, or making jewelry.
“I love engineering, and it’s hard to sum up just why.
I think the fact that I get to build things and that I
can be creative and technical at the same time is
really what drew me in.”

Comcast and NBCUniversal
have long recognized that
veterans bring exceptional
strengths to our business.
In fact, three members
of the Comcast Board of
Directors are veterans,
and our Comcast Cable
President and CEO Neil
Smit is a former Navy
SEAL. We are proud to
actively recruit prospective employees with military
backgrounds and we provide an array of networking
and professional development resources to help
them succeed.
Comcast and NBCUniversal deepened this
commitment in 2012 by becoming a corporate
sponsor of Hiring Our Heroes, a U.S. Chamber of
Commerce Foundation campaign that helps veterans
and military spouses find meaningful employment.
Between January 2012 and November 2013, Comcast
and NBCUniversal proudly achieved two veteran
hiring commitments. We reached our original 2012
hiring commitment of 1,000 veterans two years ahead
of schedule and, in turn, doubled-down our pledge
in 2013 by committing to hire an additional 1,000
veterans by 2015. By YE 2013, we successfully hired
more than 2,000 veterans into our Comcast and
NBCUniversal workforce.
“From the payment center to the C-suite, veterans
are a critical part of our workforce. Veterans and
reservists returning to civilian work offer Comcast
far more than just the technical skills they developed
in the service,” said Will Baas, Vice President of
Talent Acquisition at Comcast and a Captain in his
14th year with the U.S. Navy. “They come to us with
a complete set of talents: individual responsibility,
discipline, leadership, and the ability to motivate
large groups.
“I appreciate how much Comcast has enabled me
to succeed in both careers,” Baas continues. “We
have well-established leave policies, offer extended
benefits, match the differential between civilian and
military pay, and hold positions for those deployed.
Our company is a true leader in this area.”
Along with participating in local Hiring Our
Heroes-sponsored job fairs around the country,
we’ve created Next Steps for Vets, a jobs and
education resource portal for veterans and
their families to help smooth the transition
from military service to civilian life. This online
hub, veterans.nbcnews.com, features tools and
information on résumé-building, interviewing,
finding a job, or starting your own business.
Released by NBC Publishing, the
free ebook, Heroes Get Hired: How
to Use Your Military Experience to
Master the Interview, is available
at HeroesGetHired.com. The guide
highlights how to communicate to a
recruiter or potential employer the
specific strengths and competitive
advantages veterans bring to the
civilian workforce.
Number of Self-
Identified Veterans
Within the Comcast
and NBCUniversal
Workforce
5,000
HEROES AMONG US
Employee self-identification surveys are a helpful tool to
measure engagement and inform Comcast’s workforce
diversity & inclusion strategy. In addition to tracking race and
gender demographics, we seek to broaden our understanding
of the unique diversity of our workforce by implementing
broad inclusion plans that measure the number of veterans,
members of the lesbian, gay, bisexual, and transgender
(LGBT) community, and people with disabilities we employ
within the Comcast and NBCUniversal workforce.
Through strong partnerships with our Human Resources,
Legal, Workforce and Corporate Diversity & Inclusion
teams, we launched a voluntary veteran self-identification
survey in 2012, and in 2013, we piloted a voluntary,
confidential survey at Comcast to assess the number of
employees within our workforce who identify as LGBT. The
Comcast survey was met with great success, and in 2014,
the LGBT self-identification survey will expand to include
NBCUniversal employees.
To effectively recognize, account for, and enhance inclusion
for people with disabilities within our workforce, Comcast and
NBCUniversal also launched a new voluntary self-disclosure
process in 2014 that invites applicants and employees to
confidentially disclose their disability status.
And finally, we are proud to serve as a Disability Equality
Founder, funding the technology that will power the new
Disability Equality Index, a powerful tool under development
as part of our partnership with the American Association of
People with Disabilities (AAPD) and US Business Leadership
Network (USBLN). This innovative technology will help
develop key metrics for businesses to monitor and measure
inclusion of people with disabilities as customers, employees,
and suppliers.
PROACTIVELY MEASURING
INCLUSION

We recognize that employee engagement is key to a productive
workforce and a successful diversity & inclusion program.
To further enhance our inclusive workforce culture, we offer
diversity awareness training and cultivate company-wide
Employee Resource Groups (ERGs) led by employees and with
guidance from Executive Champions.
ERGs are a proven best practice to enhance employee
engagement and inclusion at all levels of the organization.
Open to all employees, our ERGs focus on business product
development and support, personal and professional
development and mentoring, and providing volunteer
support for the Company’s local communities.
These groups also provide the added benefit of supplying
feedback on products, policies, and Company practices. Because
of their significant value, Comcast and NBCUniversal have
strongly supported their ERGs through leadership involvement,
work time and space, resources, and Executive Champions.
By year-end 2013, Comcast’s newly launched eight ERGs had
approximately 4,200 members, and NBCUniversal’s long-
standing ERGs had more than 7,000 members. Senior leaders
serve as Executive Champions for each of the ERGs.
Our ERGs offer employees opportunities for professional
development, networking, mentoring, community service, and
advisory support for business products and services.
Our Employee Resource Groups include:
• Abilities Network
• APA (Asian-Pacific Americans)
• BPA (Black Professional Alliance)
• OUT (LGBT and Straight Allies)
• Unidos (Hispanic)
• Veterans Network
• Women’s Network
• Young Professionals Network (Comcast only)
EMPLOYEE RESOURCE GROUPS:
A KEY RESOURCE FOR OUR PEOPLE
AND OUR BUSINESS

Supplier Diversity
Diversifying suppliers — and meeting our business needs.
When our business units partner with diverse suppliers, we strengthen our
purchasing power, build value for our shareholders, and gain reliable resources.
Supplier Diversity data reﬂects spending by Comcast Cable and NBCUniversal and excludes Comcast Corporation and Comcast-Spectacor.
THE SUPPLIERS WE USE, THE COMMUNITIES WE SERVE
At Comcast and NBCUniversal, Supplier Diversity is designed to promote the participation of diverse
businesses within our supply chain. It includes our primary (Tier I) suppliers and our subcontractors
(Tier II) vendors. Diversity within our supply chain enhances efficiency, innovation, and competition
and provides additional value to our customers. In turn, we contribute to the creation of jobs and to
building wealth within diverse communities across the country.
Sourcing from Our Communities, by the Numbers (Tier I)
Within three years, contracting activity with diverse suppliers increased by 44%, with a significant
impact from partnerships with minority-owned business enterprises (MBEs).
Spent with
Diverse Suppliers
YE 2010 - YE 2013
Over
44%
86%
11%
13%

Diverse spend increase was fueled
by new MBE vendor contracts.
Increase in Spend
Spend with African American-, Asian American-,
and Native American-owned suppliers all increased
by 100% or greater.
Growth of MBE Diversity Spend, by Ethnicity
Growth of Supplier Diversity Spending,
Three-Year Trends (YE 2010 - YE 2013)
Since launching our Tier II program in 2012,
we spent more than a quarter billion dollars
with diverse suppliers through subcontracting.
Tier II Spending
YE 2012 – YE 2013
192%
African
American
114%
Asian
American
100%
Native
American
24%
Hispanic
22%
White,
Non-Hispanic
IDENTIFYING OPPORTUNITIES,
INCREASING OUR REACH
Between YE 2010 and YE 2013, our supplier
diversity teams participated in more than
200 supplier diversity outreach events across
the United States.
In addition to engaging with diverse business
owners face-to-face, we encourage diverse
suppliers to register in our online portals to
gain optimal visibility to our Comcast and
NBCUniversal business units. By the end of
2013, more than 3,500 diverse business owners
were registered.
Part of our company’s broader mission as it relates
to inclusion includes promoting the importance
of diversity at every level of the supply chain. To
increase diversity with our subcontractors, we send
letters to our prime, non-diverse Tier I contractors
to express the importance of their strategic
partnerships with diverse suppliers.
Outreach Events
YE 2010 - YE 2013200+
Diverse Suppliers
Registered
YE 2010 - YE 2013
3,500+
DIVERSE ADVERTISING,
WIDER AUDIENCES
In 2011, Comcast and NBCUniversal increased
advertising spend with minority-owned media by
$7 million and maintained or increased that level
in 2012 and 2013. We work with diverse firms for
advertising, public relations, marketing, and media
services, including Burrell Communications, Baru,
Grupo Gallegos, Liquid Soul Media, Bark Bark,
TD Wang, and Lopez Negrete.

MAKING GOOD ON OUR COMMITMENTS
Bark Bark, a creative marketing agency based
in Atlanta, Ga., has one motto: make something
good.
For Brian Tolleson, Managing Partner of Bark
Bark, diversity has always been at the core of the
marketing firm’s identity, helping to drive cutting-
edge ideas and to align with global audiences.
“Our mission is to push the creative boundaries for
our clients from a business perspective, to drive
even more revenue. But we also help them speak
to the audience that they want to speak to, in a
way that they’ve not had the opportunity to speak
to the audience before,” says Brian.
Bark Bark’s entrée into the Comcast and
NBCUniversal family was more than a decade ago,
when an executive at NBCUniversal’s USA Network
engaged with the agency on a new project. The
success of that project led to more work, including
advertising projects for NBCUniversal’s advertisers
on Bravo and the E! network.
Bark Bark works through every aspect of each
creative marketing project for sponsor-advertisers
of Comcast and NBCUniversal, from conception to
writing the scripts and storyboards, to directing
creative production and postproduction.
“We really feel an intimate partnership with the
people we work with at NBCUniversal,” says Brian.
“Not only are we supporting them in their efforts,
but we’re also helping them support their clients
and helping to drive revenue for those businesses.”
Headquartered in a state where Brian and his
business partner, and life partner of 17 years, don’t
receive recognition as a traditional married couple
has presented some challenges.
“We like to be open about the fact that we’re
an LGBT-owned business. Not every client is
receptive to that idea. I still think we have a ways
to go in really erasing the stigma of being gay and
being a business owned by a gay couple.”
“Comcast and NBCUniversal have never once let
that be an issue for us. I think, in fact, we feel even
more welcomed at Comcast and NBCUniversal
because of our diversity. We feel that they
recognize and appreciate us for who we are. And I
think that makes a big difference for not only us in
a business sense and financial sense, but also just
in a human respect way.”
OVER A DECADE OF DIVERSE BANKING
Comcast has worked closely with the minority-
owned banking community for more than 20
years. For example, for the 10th consecutive
year in 2013, Comcast entered into a 364-day
revolving credit facility with United Bank of
Philadelphia (as administrative agent) and 11
additional Minority Depository Institutions. The
facility has commitments of over $30 million.
Comcast continues to work with The Williams
Capital Group, L.P., a minority-owned bank, as
one of its placement agencies in the company’s
commercial paper program, an ongoing effort
whereby Comcast routinely sells short-term
promissory notes to mutual funds and other
investors for working capital financing. Since
2011, Williams Capital has issued $2.75 billion in
commercial paper for Comcast.
ALLIANCES TO ENHANCE SUPPLY
CHAIN DIVERSITY
Comcast and NBCUniversal have a number of
alliances and key partnerships to help ensure and
enhance our supply chain diversity efforts, including:
• National Minority Supplier Development Council
• National Gay and Lesbian Chamber of Commerce
• National Center for American Indian Enterprise
Development
• National Veteran-Owned Business Association
• National Black Chamber of Commerce
• U.S. Hispanic Chamber of Commerce
• U.S. Pan Asian American Chamber of Commerce
• U.S. Business Leadership Network
• Women’s Business Enterprise National Council
“Supplier diversity is in the fabric
of our supplier chain. There isn’t
a discussion that we have with
any of our suppliers, potential or
current, where diversity doesn’t
come into play. It is not a hobby,
it’s something we must do.”
PETER KIRIACOULACOS
CHIEF PROCUREMENT OFFICER
COMCAST AND NBCUNIVERSAL

Investment Partnerships
Connecting our communities with opportunities.
Comcast Ventures, the Company’s venture capital affiliate, invests in
innovative businesses that represent the next generation of entertainment,
communications, and digital technology. In particular, Comcast Ventures is
focused on advertising, consumer, enterprise, and infrastructure companies.
Comcast Ventures’ innovative $20 million
Catalyst Fund is designed to create opportunities
for minority entrepreneurs to build their
business with Comcast’s support. Since 2011, in
partnership with Philadelphia-based DreamIt
Ventures, Comcast Ventures sponsored the
DreamIt Access Program, designed to offer seed
funding — up to $35,000 — to minority-owned
start-up companies. The program is application-
based, and selected DreamIt companies
for the Philadelphia or New York programs
receive intensive coaching and mentorship;
a collaborative workspace; and access to
exclusive opportunities to engage with leading
entrepreneurs, business executives, and service
providers. The program’s capstone for all tracks
in Philadelphia and New York is the opportunity
to pitch to a room full of investors at Demo Day.
Since 2011, Comcast Ventures has sponsored 20
minority-led technology start-ups for participation
in the DreamIt Access Program and will support
up to 20 additional companies through 2015.
“DreamIt and Comcast Ventures have worked
together to develop a platform for launching
high-potential start-ups with minority founders.
It is exciting to see this partnership continue
with a multiyear commitment. Gaining access to
critical information, start-up leaders, top-notch
mentorship, and a network of entrepreneurial
peers is the foundation of DreamIt Access, and
it continues to be a driver of the success of the
DreamIt Access companies,” said William Crowder,
Managing Director of DreamIt Access and Venture
Advisor for the Catalyst Fund.
WeDid.it, a young Brooklyn-based start-
up technology company, helps non-profit
organizations fundraise online.
SU SANNI, CEO and co-founder, learned
about Comcast Ventures Catalyst Fund and
specifically the DreamIt Access Program
through a couple of networking events that
were taking place in New York City in 2012 and
was accepted into the summer 2013 program.
In his own words …
“Some of the biggest lessons that I learned
from the DreamIt Access Program were things
that relate to entrepreneurship in general —
for example, having tenacity and hustle when
pursuing your entrepreneurial ideas. As an
entrepreneur, being able to stay on track and
be disciplined and execute on the things you
set forth are really key. I think one thing that
I learned was maintaining focus and staying
tenacious when it comes to the goals that I set
for myself as well as for the business.
“Before the DreamIt Access Program, we were
definitely a small but burgeoning start-up. My
co-founders and I, we literally were working
from our apartments in Brooklyn. But after
going through DreamIt Access and the things
we learned and experienced during those three
months, we emerged a completely different
company. Not only was our product more
advanced and more polished, but we also had
over 100 customers that came on board with
WeDid.it in that short period of time.
“The program overall definitely changed our
outlook on where the company was going and
made us stronger entrepreneurs.”
YES, WE DID IT!

Loverly is a discovery and visual search engine
that makes wedding planning easier and more fun.
Maker’s Row makes factory sourcing easy
by connecting designers with American
manufacturers.
Mercaris makes efficient trading of organic and
non-GMO commodities possible via market data
services, exchanges, and trading platforms.
Through its American Honors program, Quad
Learning is creating more affordable pathways
for students to earn their bachelor’s degrees.
Reactor Inc. develops intelligent technologies
that create better relationships between people
and information.
Featured Perspectives by Versa is the Op-Ed
for the digital age, elevating the opinions of
expert voices on the pages of the most premium
news publishers.
Viridis provides human capital technology-based
training for individuals to obtain industry-recognized
credentials and middle-skill job placement.
WE ARE SEEKING THEM OUT
Less than 1% of venture capital goes to underrepresented minority-founded start-
ups each year. Where others overlook, we look more closely.
The Catalyst Fund allows us to invest in companies that fit within Comcast
Ventures’ investment focus.
Our entrepreneurs’ big ideas have the potential to disrupt categories or create
new ones. Since 2011, we’ve made a series of investments — and we’re just
getting started.

Small-town roots, world-class thinking.
One word describes Comcast founder Ralph Roberts: visionary.
Our humble roots begin in 1963 in Tupelo, Mississippi, where Ralph Roberts purchased
a small cable system that would lead, 50 years later, to our current peak at the helm of
media and technology.
Everything we do revolves around providing our customers and audiences with
the very best content wherever and whenever they want it. Between YE 2010 and YE
2013, we significantly increased the number of diverse programming choices for Xfinity
customers on our digital tier. From films and TV drama series to news stories, music, and
general entertainment, Xfinity content remains a leading provider of programming for
diverse audiences.
Programming
Data on Diverse Programming Hours reﬂects the approximate number of hours of content available to a viewer at any given time during
the year.
A Commitment to Diverse Programming
Expanded carriage included, but was not limited to, the following
multicultural networks:
African American Asian American Hispanic
ASPiRE Crossings TV BabyFirst Americas
The Africa Channel Mnet CentroAmerica TV
BET Myx TV MEXICANAL
TV One TV Asia NuvoTV
The Word Network TVK24 Pasiones
* These networks may not be available to subscribers in all
Comcast Xfinity TV markets.
* Includes Russian, Polish, Portuguese, and French, among other international networks.
Choices are important. At Comcast, we want to ensure that every customer has access to a variety of
programming choices and options that speak directly to their entertainment or educational interests. At Comcast,
we offer a multitude of channels — and unique network packages — to millions of subscribers with niche interests
in multicultural programming. Since YE 2010, we have significantly increased the number of diverse subscriber
network instances by expanding our carriage of multicultural networks to millions of households. In turn, not only
are we serving our customers, we are also ensuring that the networks we carry impact and entertain more diverse
audiences than ever before.
Diverse Linear Networks
100+
By YE 2013, we carried more
than 100 tailored networks
designed for ethnic minority
consumer markets.
Increase in Millions of Diverse Subscriber Network Instances (% growth)
(in millions)
African American Asian American Hispanic Other Diverse*
n YE 2010
n YE 2013

Diverse Digital Programming Hours
Within three years, achieving the most significant diverse digital growth in the company’s history, Comcast
successfully increased its digital offerings of content designed for African American, Asian American, and
Hispanic communities On Demand and Online.
On Demand Diverse Programming Hours
Online Diverse Programming Hours
African American
African American
Asian American
Asian American
Hispanic
Hispanic
LGBT
LGBT
s187%
85
244
s388%
200
976
s61%
29
18
s4%
45 47
s6%
5350
s0%
33
s188%
1,440
500
s108%
40
83
n YE 2010
n YE 2013
Committed to celebrating and honoring the
rich heritage and culture of all our communities,
Comcast offers special multicultural programming
collections that inform and entertain, both On
Demand and Online. These collections include:
Black History Month and Black Music Month,
Asian-Pacific American Heritage Month, LGBT
Pride Month, Hispanic Heritage Month, Disability
Awareness Month, Veteran’s Day, and Native
American Heritage Month.
Each special collection supplements our
permanent On Demand and Online offerings,
providing customers with access to hundreds
of additional diverse content hours and choices
throughout the year.
TELECASTING TRIBAL TRADITIONS
Comcast celebrated Native American Heritage
Month in November 2012 and 2013 with a collection
of award-winning movies, biographies, and TV
specials showcasing the history and contributions
of the Native American community. In 2013, for
the first time, Comcast also provided millions of
video customers with exclusive access to the latest
independent film festival content from LA Skins
Fest and Red Nation Film Festival & Awards Show.
HONORING HERITAGE
Special Heritage
Programming
Offerings8

BabyFirst Americas
Launched in 2012, BabyFirst Americas is a Latino-
focused English-language channel proposed by
Spanish-language television veteran Constantino
“Said” Schwarz, designed for children and their
parents and emphasizing the importance of early
development of verbal, math, and motor skills.
El Rey
El Rey launched in December of 2013. This channel
is the brainchild of legendary Hollywood director
Robert Rodriguez and FactoryMade Ventures
executives John Fogelman and Cristina Patwa. This
network is designed to be an action-packed general
entertainment channel in English for Hispanic and
general audiences that includes a mix of reality,
scripted, and animated series, movies, documentaries,
news, music, comedy, and sports programming.
ASPiRE
Comcast joined with sports legend and
entrepreneur Earvin “Magic” Johnson and
Up TV (formerly the Gospel Music Channel)
to launch ASPiRE in 2012. Since its launch,
ASPiRE has been offered on Comcast’s digital
basic tier and continues to deliver enlightening,
entertaining, and positive programming to
African American families with a diverse slate
including movies, documentaries, short films,
music, comedy, visual and performing arts, and
faith and inspirational programs.
REVOLT
REVOLT TV, the new 24-hour music, pop culture,
and social media interactive network developed
by Sean “Diddy” Combs, launched in October
of 2013 in select cities nationwide on Comcast’s
Xfinity TV. REVOLT TV is a multi-genre, multi-
platform music network that delivers music news
in real time and the best in music programming.
New Minority-Owned
Networks Launched
Since YE 20104
INCREASING INDEPENDENCE
In 2011, Comcast announced its plans to distribute eight new minority-owned and/or -operated
independent networks on its cable systems, four of which would be controlled or operated by African
Americans and four of which would be controlled or operated by Latinos. Two of those networks
launched in 2012, and two launched in 2013.

CONNECTING CUSTOMERS TO CULTURALLY
RELEVANT PRODUCTS AND SERVICES
Comcast is proud to be the nation’s largest
provider of Hispanic and multicultural television
packages, with a distribution platform that
delivers more than 60 Hispanic networks in
both Spanish and English.
To best support our Spanish-language offerings
and continue our tradition of service to diverse
audiences in every aspect of our business,
we launched the Spanish Language Center of
Excellence in 2011 and developed a Spanish-
language billing system.
In 2012, Comcast enhanced its suite of video
products and services developed exclusively
to serve Latino customers by adding 10 new
popular Hispanic channels and doubling Latino
FROM MACRO VISION
TO MICROSITES
On Demand content on TV and online. We also
created the Xfinity Latino Entertainment Channel,
which provides programming highlights and allows
customers to directly access and discover On
Demand content through an interactive menu.
In 2013, we launched Xfinity Freeview Latino,
the biggest Hispanic On Demand event ever,
giving customers a two-week all-access pass to
discover and view more than 1,000 hours of the
best Latino entertainment available in the United
States, totaling over 2,500 programs on Xfinity On
Demand. We also launched South Asian and Filipino
Triple Play pilots in Chicago to complement our
highly successful Hispanic Triple Plays. Comcast’s
Triple Play Packages add ethnic-specific value to
Comcast programming customers by providing top
international programming networks and 300 free
international long distance minutes per month.
Our rich array of online programming
allows Xfinity customers to access
their favorite television shows and
movies on the device of their choice.
Between 2011 and 2013, we created
Xfinity microsites tailored for African
American, Asian-Pacific, LGBT, and
Hispanic audiences. Each microsite
brings together culturally relevant
entertainment from a variety of
sources in a central, easy-to-navigate
location. In 2013 alone, the sites
achieved more than 3 million visitors.
A VESTED INTEREST IN
ASIAN-FOCUSED CONTENT
In 2011, Comcast created a new Video On
Demand destination, Cinema Asian America, as
a devoted hub for the rich dynamics of Asian
American film creators and casts. This platform
is supported through multiple sources, and
most notably through Comcast’s partnership
with the Center for Asian American Media
(CAAM) and Visual Communications (VC).
Through multi-year financial investments in
CAAM and VC, Comcast has not only developed
a source for Cinema Asian America original
programming, but the investments have also led
to enhancing the awareness of Asian American
directors and actors.
Cinema Asian America is heavily focused on
curating independent films, both documentary
and fiction, and each movie is carefully chosen
to entertain, inform, or thrill viewers. Select
aired films include:
• Mr. Cao Goes to Washington, by S. Leo Chiang,
following the journey of Rep. Joseph Cao,
the first Vietnamese American elected to the
U.S. Congress.
• Don’t Lose Your Soul, by Jim Choi and Chihiro
Wimbush, a portrait of Bay Area bassist
Mark Izu and drummer Anthony Brown,
two founders of the Asian American Jazz
movement.
• Mrs. Judo: Be Strong, Be Gentle, Be Beautiful,
by Yuriko Gamo Romer, documenting the
lifelong journey of Keiko Fukuda, who defied
thousands of years of tradition, becoming the
highest-ranking woman in judo history.
Hours of Original CAAM-
Produced Programming
Featured on Cinema Asian
America in 2013
20+

Advancing the story.
From our newsrooms to our primetime programming, from our digital properties
to films, we’re serious about storytelling. And at the very heart of the stories we
deliver is a commitment to the inclusion of diverse voices.
Content Creator: NBCUniversal
NBC Owned Television
Stations On Air
16%
58%
1%
23%
NBC Primetime Scripted Series
Behind the Camera
Percentage Growth of Ethnic Diversity Outpacing
Whites Across Key Programming Units
YE 2010 - YE 2013
NBC News, MSNBC, and
CNBC On Air
26%
8%
For NBC Primetime Scripted
Series, people of color outpaced
the growth percentage of white
directors, writers, and producers
between YE 2010 and YE 2013.
Within NBC News, MSNBC, and
CNBC, ethnic minority anchors
and reporters drove all growth
At local NBC Owned stations,
between YE 2010 and YE 2013,
ethnically diverse anchors and
reporters achieved more than
three times the growth rate of
white anchors and reporters.
Within the past three years, the percentage growth in the number of ethnic minorities outpaced the percentage
growth in the number of whites within the following NBCUniversal Programming areas:
White
People of Color
Film — Casting Film — Directors,
Writers, Producers
-22%
60%
-16%
We saw a near-historic growth in ethnic minorities
for both the percentage growth in the number
of cast diversity and behind the camera diversity
between YE 2010 and YE 2013. Key 2013 films
championing diversity in front of and behind
the camera included: Fast & Furious 6, directed
by Justin Lin; Mama, co-written and directed by
Andres Muschietti and produced by Guillermo
del Toro; and The Best Man Holiday, written and
directed by Malcolm D. Lee.
480%
NBC Owned Television
Stations On Air
NBC Primetime Scripted Series
Behind the Camera
Percentage Growth of Ethnic Diversity Outpacing
Whites Across Key Programming Units
YE 2010 - YE 2013
NBC News, MSNBC, and
CNBC On Air
For NBC Primetime Scripted
Series, people of color outpaced
the growth percentage of white
directors, writers, and producers
Within NBC News, MSNBC, and
CNBC, ethnic minority anchors
and reporters drove all growth
At local NBC Owned stations,
between YE 2010 and YE 2013,
ethnically diverse anchors and
reporters achieved nearly three
times the growth rate of white
anchors and reporters.
Within the past three years, the percentage growth in the number of ethnic minorities outpaced the percentage
growth in the number of whites within the following NBCUniversal Programming areas:
White
People of Color
Film — Casting Film — Directors,
Writers, Producers
-22%
60%
-16%
We saw a near-historic growth in ethnic minorities
for both the percentage growth in the number
of cast diversity and behind the camera diversity
between YE 2010 and YE 2013. Key 2013 films
championing diversity in front of and behind
the camera included: Fast & Furious 6, directed
by Justin Lin; Mama, co-written and directed by
Andres Muschietti and produced by Guillermo
del Toro; and The Best Man Holiday, written and
directed by Malcolm D. Lee.
480%
16%
44%
1%
23%26%
8%

NOTE:
* Data reflects actual YE 2013 numbers, with the exception of Primetime Scripted Series, which indicates an estimate of the
2013-2014 Season.
On-Air News
and Primetime
Ethnic Diversity
YE 2013
26%
NBC News,
MSNBC, and
CNBC
49%
NBC Owned
Television
Stations
28%
NBC Primetime
Scripted
Series*
Ethnic Diversity in our Newsrooms, Primetime Programming,
and NBC Owned Stations
YE 2013
By YE 2013, we achieved strong representation of people of color both in front of the camera and behind the
camera. While work lies ahead, we are confident that our talent development pipeline programs will help fuel
our diversity progress.
Behind the Camera
News and Primetime
Ethnic Diversity
YE 2013
22%
NBC News,
MSNBC, and
CNBC
35%
NBC Owned
Television
Stations
18%
NBC Primetime
Scripted
Series*
Talent Development Programs
“On-Air” and “Behind the Camera”
to develop the pipeline of diverse
creative talent
19
Late-Night Writers Workshop (2013) This
program is designed for up-and-coming sketch
and comedy writers to learn about NBCUniversal’s
late-night lineup, gain insight into the dynamics of
a late-night writers’ room, and provide insights on
securing a staff writer position.
The Lincoln Center Theater Commissioning
Program (2012) NBCUniversal and the Lincoln
Center Theater have partnered to create a three-
year Commissioning Program to foster new written
work from diverse artists working in theater.
NBCUniversal’s support of the Commissioning
Program forges an important connection between
NBCUniversal’s creative leaders and the rising
generation of theater artists who represent and
draw from a diverse range of cultural backgrounds
and identities.
Writers Assistant Program (2012) The Writers
Assistant Program funds a position for up to
three network shows, with the goal of providing a
potential next step for Writers on the Verge alum,
as well as other writers with similar early-career
experience.
The Reporter Training Program (2011) This one-
year program is aimed at developing talented
young on-air journalists from diverse backgrounds.
Participants, who are selected annually, must hold a
bachelor’s degree in Journalism, Communications,
or a related field and have a minimum of one to
two years of experience in the newsroom or on-air
reporting television news.
The Casting Apprentice Program (2011) NBC
Universal Casting Apprentice Program is a
career-development opportunity for individuals
pursuing a career in casting. Through rotational
assignments, Apprentices gain experience working
in both a Network and a Freelance Casting Office
and assist casting executives or directors with the
day-to-day management of casting activities for a
television or film production.
Sundance Institute Native American and
Indigenous Program (2010) Through this year-
round program, NBCUniversal deepens its
commitment to support Native American and
Indigenous artists and talent. This program allows
NBCUniversal to build relationships within the
Native and Indigenous communities and raise
awareness of the artistic opportunities available
at NBC through its various diversity initiatives
and programs, while creating a pipeline for Native
actors, writers, and directors. The program attracts
approximately 50 participants each year.
Director Fellowship Program (2009) This program
identifies well-established directors from the
world of music video, commercials, and theater
and offers them a chance to shadow directors of
episodic television and learn the craft. In the last
two years, three program graduates obtained
their first episodic directing assignments on
Parenthood, Grimm, and Community.
CHARTING OUR FUTURE
NBCUniversal Diversity
Development Programs
NBCUniversal has long been a
leader in offering programs that
aim to develop diverse talent, and
under Comcast’s leadership, the
company has added even more
signature programs. A sample of the
company’s recent and long-standing
initiatives includes the following:
NOTE:
* Data reflects actual YE 2013 numbers, with the exception of Primetime Scripted Series, which indicates an estimate of the
2013-2014 Season.
On-Air News
and Primetime
Ethnic Diversity
YE 2013
26%
NBC News,
MSNBC, and
CNBC
47%
NBC Owned
Television
Stations
28%
NBC Primetime
Scripted
Series*
Ethnic Diversity in our Newsrooms, Primetime Programming,
and NBC Owned Stations
YE 2013
By YE 2013, we achieved strong representation of people of color both in front of the camera and behind the
camera. While work lies ahead, we are confident that our talent development pipeline programs will help fuel
our diversity progress.
Behind the Camera
News and Primetime
Ethnic Diversity
YE 2013
22%
NBC News,
MSNBC, and
CNBC
35%
NBC Owned
Television
Stations
18%
NBC Primetime
Scripted
Series*
Talent Development Programs
“On-Air” and “Behind the Camera”
to develop the pipeline of diverse
creative talent
19

Peoples Improv Theatre Diversity Scholarship
(2008) This program offers two full-ride
scholarships to up-and-coming students of
diverse backgrounds with a strong desire to
study improvisation. Winners are selected based
on recommendations and guidance from NBC
executives.
The NBC News Leadership Program (2008)
This program targets diverse mid-career news
producers with Executive Producer potential.
This 16-month mentoring and development
program includes a curriculum tailored to prepare
participants for Executive Producer roles, as
well as mentorship by an NBC News executive.
NBC News employees (typically at the producer
level) with a strong performance track record
are eligible to participate. Senior leadership
nominates prospective participants based on
their performance, and the interview process
is designed to vet candidates for leadership
readiness. With the formation of the NBC News
Group in 2012, the program was expanded
to include CNBC. Approximately eight to ten
producers participate annually.
The News Summer Fellowship Program (2007)
Each summer, NBC sponsors paid internships
for nominees from the National Association of
Black Journalists (NABJ), National Association of
Hispanic Journalists (NAHJ), and Asian American
Journalists Association (AAJA). Participants are
college sophomores or above who are members
of NABJ, NAHJ, or AAJA. These organizations
select the participants.
Short Cuts Film Festival (2006) The Short Cuts Film
Festival is the only company-sponsored film festival
in the industry. Actors are awarded year-long holding
deals, and the best director gets to direct an episode
of a Chiller series and becomes a finalist in the
Director Fellowship Program.
Writers on the Verge (2005) This program
focuses on grooming diverse writers not just for
NBCUniversal, but also for the entire television
industry. The program helps writers develop material
and ready themselves for the interview process. It
also provides them with mentors and helps them
obtain agency representation. More than 50% of
Writers on the Verge alumni are currently staffed
on television shows across the industry landscape.
Alumni write for NBC shows such as The Blacklist,
Dracula, Chicago Fire, and Chicago P.D. An alum also
writes for the Universal Television program Brooklyn
Nine Nine and for two USA Network series, Burn
Notice and Suits.
NBC’s Scene Showcase (2005) This initiative
showcases scenes by diverse writers, casts
up-and-coming actors, and is guided by directors
of diverse backgrounds in a live theatrical setting.
The program helped to launch the careers of Danny
Pudi (Community), and Nicholas Strong (Under the
Dome), among others.
Stand-Up NBC (2004) This program comprises a
nationwide search for stand-up comedians, and
alumni include such talented artists as W. Kamau
Bell, Brandon T. Jackson, and Deon Cole.

Diverse Staff Writer Initiative (2000) This
initiative gives writers from diverse backgrounds
an entrée into the writers’ room. The program
encompasses NBC’s late-night programs, in
addition to primetime scripted programs from
NBC, USA, and Syfy. Participants are selected
and hired by the showrunners/producers of each
show, with the guidance of the network and
studios. Within the past 13 years, the program
has launched the careers of many talented
writers, including Mindy Kaling (The Office, The
Mindy Project) and Donald Glover (writer on 30
Rock and talent on Community).
NBC News Associates Program (1996) The News
Associates program is dedicated to identifying
outstanding aspiring journalists. In 2011, this
program was extended to the newsrooms of the
NBC Owned Television Stations and CNBC. In
keeping with NBCUniversal’s strong commitment
to develop a diverse editorial staff across our
NBC News assets, the News Associates program
is designed to attract candidates of diverse racial,
ethnic, economic, and geographical backgrounds,
as well as candidates with disabilities.
GIVING VOICE TO DIVERSITY
NBC’s hit show The Voice has an innovative format that includes four stages of
competition: the blind auditions, the battle rounds, the playoffs, and finally, the
live performance shows. During the blind auditions, the musician coaches cannot
see the contestants, and decisions are based solely on voice, and not on looks.
The “blind audition” has been used to increase diversity in other contexts, as
well. In the 1970s and 1980s, in hopes of combating judging biases, symphony
orchestras began using blind auditions. This method helped to increase the
number of females in the top five U.S. orchestras from fewer than 5% in 1970
to 25% or more by the late 1990s.*
* Source: National Bureau of Economic Research

THE TRIUMPH OF TELEMUNDO
Telemundo Media leads the industry in the
production and distribution of high-quality
Spanish-language original content across its
multiplatform portfolio to U.S. Hispanics and
audiences around the world.
Telemundo’s primary platforms include the
Telemundo Network and mun2. Telemundo Network
is a Spanish-language television network featuring
original productions, theatrical motion pictures,
news, and sporting events. It reaches U.S. Hispanic
viewers in 210 markets through 17 owned stations
and its broadcast and cable affiliates. And mun2
is the preeminent voice for young Hispanics in the
United States, reaching TV households nationwide
on digital and analog cable and satellite.
Since 2011, Telemundo has increased its total
primetime viewers by 86%, becoming the fastest-
growing broadcast network, regardless of language.
Notable Factors:
Noticiero Telemundo This is the fastest-growing
broadcast evening news regardless of language,
with 24% year-over-year growth among adults 18-49.
La Patrona The telenovela outperforms English-
language broadcast programs among adults 18-49.
La Voz Kids
Following the success of The Voice on NBC, La Voz
Kids began its first season on Telemundo in 2012,
reaching more than 14.5 million total viewers. The
country’s best young vocalists between the ages
of 7 and 15 compete for a recording contract and a
cash prize to support their education. Beginning in
2014, La Voz Kids will be produced out of Universal
Studios Florida.
A NEW NBCNEWS.COM
The relaunch of NBCNews.com in February 2014
marked a significant shift in digital strategy and
storytelling. Since taking control of their digital
properties and transitioning from MSNBC.com to
NBCNews.com in 2012, the NBC News Digital team
has developed a new focus on original reporting
and analysis as well as investments in original
video and multimedia. NBCNews.com has created
a unique kind of multiplatform journalism that
is specifically tailored to the online and mobile
environments. Whether you’re reading or watching
on your phone, at your desktop, or on any other
device, NBCNews.com is delivering content that’s
faster, more visual, and more compelling than
anything we’ve seen before.
In addition, the new site is playing an important
role in bringing diverse news to mainstream
audiences. It includes a Latino vertical, and
NBC News announced plans for a new vertical
dedicated to serving the Asian-Pacific Islander (API)
community that will debut in 2014. The goal is to
back this journalism with the resources of the entire
news division and make it available to the broad
NBCNews.com audience by giving it equal presence
and promotion as other sections on the main site
such as politics, investigations, or health. This is part
of an integration strategy to help the Latino and API
sections gain greater exposure, as the coverage will
profit from the 44+ million users who visit the main
site, rather than exist in a silo. These moves reﬂect
a strong conviction that the best way to change
the national conversation is to have high-profile
mainstream outlets covering diverse communities
on a regular basis.
comcast.com/diversitycomcast.com/diversity
95%
Telemundo Owned Stations
YE 2013
On Air Talent and Behind the Camera
Talent Ethnic Diversity
At YE 2013, the newsrooms of the Telemundo
Owned Television Stations consistently
maintained a high degree of ethnic diversity,
both in front of and behind the camera.
32%
7%
Telemundo On Air and Behind
the Camera Growth %
YE 2010 - YE 2013
White
People of Color

LOCAL COMMUNITY CONNECTION
NBC Owned Television Stations, part of the
NBCUniversal Owned Television Stations division of
NBCUniversal, includes 10 local broadcast television
stations and a regional cable news channel serving
the largest markets in the nation, including New
York, Los Angeles, Chicago, Philadelphia, Dallas-
Fort Worth, San Francisco Bay Area, Boston,
Washington, D.C., Miami-Fort Lauderdale, San
Diego, and Connecticut. The stations produce and
broadcast more than 17,000 hours of local news
and information programming and enterprise
journalism each year that is important and relevant
to the communities they serve, delivering it across
multiple online, social media, and digital out-of-
home platforms. The division also operates COZI
TV, a national network that brings viewers some of
America’s most beloved and iconic television shows
and hit movies, as well as the lifestyle production
company LX.TV and the in-house marketing and
promotions company Skycastle Entertainment.
GLOBAL NEWS FOR A GLOBAL AUDIENCE
The success of the 2012 Summer Olympic Games
in London was perhaps the largest display and
most historic programming achievement between
YE 2010 and YE 2013.
According to The Nielson Company, more than
217 million Americans watched the 2012 London
Olympics on the platforms and networks of
Comcast and NBCUniversal, setting the record as
the most-watched event in U.S. television history,
surpassing the 2008 Beijing Olympics (215 million).
An unprecedented 5,535 hours of the 2012
London Olympics coverage was broadcast across
NBC, NBC Sports Network, MSNBC, CNBC, Bravo,
NBCOlympics.com, two specialty channels,
and Telemundo. Achieving the most extensive
Spanish-language Olympic coverage in the
company’s history, Telemundo offered more than
173 hours of broadcast coverage in Spanish and
200 hours of exclusive event streaming, news, and
specialty content on the company’s first Olympics
digital platform in Spanish, www.nbcolympics.
com/telemundo.
“The London Olympics was a wonderful 17 days for Comcast and
NBCUniversal, exceeding all our expectations in viewership, digital
consumption, and revenue. Every part of our company contributed
to our success, once again showing how effective we can be when
we all get together to support a large project. This was the first
Olympic Games for Comcast and the new NBCUniversal and the first
in history in which every minute of every event was available live.”
STEVE BURKE
CHIEF EXECUTIVE OFFICER, NBCUNIVERSAL

THE FAST & FURIOUS FRANCHISE
For more than 12 years now, Universal’s
homegrown series, Fast & Furious, has consistently
featured an ethnically diverse lead cast and
filmmaking team that reﬂects the changing
demographics of a worldwide audience. Led by
global superstar Vin Diesel and Asian American
director Justin Lin, who directed the last four
installments, Fast & Furious 6’s spectacular box
office success helped make Fast & Furious the
biggest franchise in Universal Pictures’ history, with
$2.38 billion in worldwide grosses since the first
film debuted in 2001. The 2013 hit was one of the
biggest films of the year and the highest-grossing
film of the series, with global box office receipts of
more than $788 million.
Fast & Furious 6 was promoted across multiple
Hispanic-facing platforms via the tireless efforts
of the Universal Pictures Multicultural Marketing
team, with the support of our media agency and
diverse supplier Lopez Negrete Communications.
Efforts included Telemundo’s Premios Billboard
Awards, the launch of Fandango Cine, the new
Hispanic ticketing venture between NBCUniversal’s
Fandango and Telemundo, an integration in
Univision’s tentpole primetime Sunday program
Nuestra Belleza Latina, and a dedicated “mun2
Presents” television special.
Universal’s commitment to maintaining the
diversity of the series, while at the same time
serving the needs of diverse communities,
clearly paid off: 33% of the audience for Fast &
Furious 6 was Hispanic, 22% African American,
and 13% Asian. The seventh film in the franchise,
which just went back into production, is directed
by Australian director James Wan, who is of
Asian descent.
THE BEST MAN HOLIDAY
1999’s groundbreaking comedy The Best Man
launched the career of writer and director
Malcolm D. Lee and initiated the careers of now
A-List African American actors Taye Diggs,
Nia Long, Morris Chestnut, Harold Perrineau,
Terrence Howard, Sanaa Lathan, Monica Calhoun,
Melissa De Sousa, and Regina Hall. The all-star
cast and filmmaking team returned for 2013’s
highly anticipated sequel The Best Man Holiday,
which scored the second-highest opening for an
urban romantic comedy ever at the box office.
Eighty seven percent of the audience was African
American. Its success continued throughout the
holiday season, and the film ultimately grossed a
solid total of $72.7 million worldwide.
The team developed dedicated grassroots
promotions for The Best Man Holiday at
Historically Black Colleges and Universities
(HBCUs), including homecoming events, football
games, and the creation of The Best Man Holiday
scholarship in partnership with Jet magazine and
the Thurgood Marshall College Fund. Strategic
national event and talk show appearances,
along with pervasive publicity features in African
American female-targeted magazines, also helped
to promote the film.

Xfinity Suite
The future of awesome is accessible.
According to the U.S. Census, approximately one-third of American
households have a member who has a disability. Comcast is committed to
making our products accessible to the widest possible audience. Through
innovation, we are committed to further enriching the customer experience
for all users, including people with disabilities.
THE SMART HOME, FOR EVERYONE
At Comcast, our accessibility theme is the “Smart
Home for Everyone,” where we enable accessible
products through universal design application to
enhance value for all customers, regardless of
service or platform.
ACCESSIBILITY CENTER OF EXCELLENCE
In 2013, Comcast unveiled its new Accessibility
Center of Excellence — a dedicated support team
of agents specially trained on things related to
Comcast accessibility, as well as general support
items. The team has expertise in the areas that are
especially important to people with disabilities, such
as closed-captioning, video description, accessible
billing services, and operating web and mobile
interfaces with screen reader software.
CUTTING-EDGE ASSISTIVE TECHNOLOGIES
In 2013, Comcast created an official Accessibility
Lab, based in Comcast’s Philadelphia headquarters.
Co-located with Comcast Labs in Philadelphia,
the space brings together cutting-edge solutions,
such as cable TV’s first talking program guide
(launching 2014).
The Accessibility Lab is also used for focus groups
and usability testing with the disability community
to learn more about how customers can use its
services as well as to help educate Comcast’s
employees about accessibility.
Other initiatives from the Accessibility Lab include
use of our mobile and web applications with
assistive technologies, access to programming
with video description and closed captions, and
exploration of new solutions to enhance usability
of Xfinity Home and other products by customers
with disabilities.
HEIGHTENING DISABILITY AWARENESS
In celebration of National Disability Employment
Awareness Month in October, a collection of
programming including award-winning movies,
biographical films, documentaries, TV shows, and
interviews is offered across Xfinity On Demand,
Xfinity.com/TV, and on the Xfinity TV Player
app that positively portray people living with
disabilities.
Programming highlights include movies like
Children of a Lesser God, High Ground, I Am Sam,
Mr. Holland’s Opus, and Radio; TV shows including
CSI (CBS), Friday Night Lights (Xfinity Streampix),
Glee (FOX), Grey’s Anatomy (ABC), The Michael
J. Fox Show (NBC), Parenthood (NBC), Project
Runway (Lifetime), Push Girls (Sundance), and
Switched at Birth (Xfinity Streampix); and specials
including Bio: Heather Mills (Bio Channel), Lives
Worth Living (PBS), Moto X (ESPN), and multiple
interviews with Paralympic athletes (NBC Sports),
interviews conducted by Xfinity TV with blind
adventurer Erik Weihenmayer, and more.
Comcast also hosted an Accessibility Summit in
October of 2013 open to employees across the
company. The summit featured a keynote from
Erik Weihenmayer, tours of the Accessibility
Lab, and other programs designed to heighten
disability awareness.

Universal Orlando
Serious fun.
At Universal Parks and Resorts, we take fun seriously. With theme park rides,
shows, shops, restaurants, nightlife, hotels, attractions, and more, we are
dedicated to creating an atmosphere that is enjoyable, entertaining, accessible,
and accommodating to all our guests.
Our team members, from our engineers to our operators, are committed to
making sure that all of our guests, regardless of what their restrictions may be,
don’t miss out on the fun. This means we take careful measure to meet all safety
and Americans with Disabilities Act (ADA) requirements.
TRANSPORTING ALL OUR GUESTS TO
ANOTHER WORLD
With amazing rides and attractions for all
ages and all levels of ability, Universal Orlando
Resort and Universal Studios Hollywood create
unforgettable adventures for everyone. We work
to make sure that no guest is excluded from
the experience. Whether you want to take an
unforgettable river raft ride through the jungles
of Jurassic Park or join the battle to save Planet
Earth in Transformers The Ride: 3D, all of our
attractions are wheelchair accessible, allowing
guests to remain in their chairs or to transfer
seamlessly onto the ride vehicle.
Our shows also offer regularly scheduled
interpreted performances. In addition, closed-
captioning, assistive listening devices, and Braille
menus are available to guests.
THE BEST RESORTS THINK OF EVERYTHING
At Universal Orlando Resort, the destination’s
on-site hotel accommodations offer guests with
disabilities amenities and services that can truly
enhance their resort experience. From zero-entry
pools with accessible chair lifts to roll-in shower
stalls, phones with visual notifications, and
beds at an appropriate height for ease of use,
Universal Orlando Resort’s four on-site hotels
ensure that guests enjoy all the pleasures of a
vacation with none of the hassle.

Community Investment
Funding future thinkers, doers, and makers.
At Comcast and NBCUniversal, we empower our communities by investing in
local organizations, developing programs and partnerships, and mobilizing our
resources to connect people and inspire positive and substantive change.
BY THE NUMBERS
In 2010, we established a three-year goal to increase our cash contributions to organizations
led by and serving minority groups by 10% year-over-year for each of the three years. Between
YE 2010 and YE 2013, we significantly exceeded this 10% annual goal. The company’s cash-giving
to minority-led and minority-serving organizations in 2013 was 106% greater than 2010 levels.
The highest percentage growth of cash giving was for community-focused organizations led by
and serving Native Americans and Asian Americans. Investment in organizations serving women,
people with disabilities, veterans, and the LGBT community also increased between YE 2010 and
YE 2013, and we will continue to expand and grow our connection with these organizations.
57
The company substantially
increased giving to minority-led
and minority-serving organizations
across all communities.
Cash Contributions YE 2013
1,293%
Native American
80%
African
American
176%
Asian
American
112%
Hispanic
Over
100%
Minority-Led &
Minority-Serving
Seeing the bigger picture.
3%
Native American
11%
Asian American
41%
Hispanic
44%
African
American

Minority-Led, Minority-Serving Organizations
Total Cash Contributions
Philanthropy at Comcast and NBCUniversal is part of our company culture. Our cash-giving consists of
financial support in the form of sponsoring programs and providing academic scholarships.
From YE 2010 - YE 2013, we increased cash contributions to minority-led and -serving organizations by
over 100%.
Indicates 2010
baseline calculation
Increase in Cash-Giving
YE 2010 - YE 2013
Over
100%
(in millions)
$6
$8
$11
$12
C
omcast’s Marta Casas-Celaya easily recalls
the day in February of 2012 when she read
a story in her local paper, The Palm Beach
Post, about a retired educator who cashed in her
savings to transform a bus into a mobile digital
classroom.
“Comcast’s Internet Essentials was in its second
year,” said Marta, Comcast’s government affairs
director in Florida, “and we were looking for
partners to help us make this program come
alive — and here was this woman with a bus.”
That woman was 76-year-old Estella Pyfrom. After
teaching for 50 years in the Palm Beach County
school district, Estella noticed that fewer children
had access to computers, and that meant they
were falling behind in our technology-driven world.
Determined to continue serving children in her
retirement, Estella used her life’s savings to buy a
bus and outfit it with 17 computer stations, each
loaded with educational software.
Her goal was simple: to make a digital classroom
accessible to those children who need it most.
She named her program “Estella’s Brilliant Bus.”
With Marta enthusiastically behind her, Comcast
became one of just two corporations to support
Estella’s Brilliant Bus. “She’s very quiet, but draws
on her inner strength and resourcefulness to make
things happen,” Marta said. “She’s a bit of a force
of nature.”
Estella’s Brilliant Bus is also one of South
Florida’s most active Internet Essentials partners.
Determined to get more poor children and families
online, Estella began distributing Internet Essentials
brochures before she and Marta even met. She
continues to make sure the children and adults
Have Vision, Will Travel
she meets today know about the $9.95-a-month
Internet plan and the discounted computers and
free Internet training available to them.
Estella’s bus travels three to four days a week,
visiting mostly low-income neighborhoods and
providing 8,000 hours of instruction each year to
about 500 children.
“It says a lot for us, and for Internet Essentials,
that she has taken it upon herself to recognize the
importance of the program and to promote it on
her own,” Marta said. “She delivers the message as
a trusted source in the community — and that is the
best kind of endorsement we can get.”

THE MORE YOU KNOW
As a media and technology company, we have
the responsibility to help educate parents,
teachers, and children about using technology
safely. In a Common Sense Media survey of nearly
1,500 parents, the media-monitoring group
found that the number of very young children
using smartphones and tablets has increased
dramatically in the last two years. According to
the study, 38% of children under 2 have used a
mobile device for media, up from only 10% in 2011.
NBCUniversal created Growing Up Online, a free
interactive eBook on digital literacy and Internet
safety that provides easy-to-use information
about navigating the digital world in a unique
and engaging way. The eBook includes safety
tips, discussion questions, and key takeaways for
parents and teachers, as well as video comic books
for children focused on real situations. Growing Up
Online was developed in collaboration with NBC
News and The More You Know Learning Series,
along with expert guidance from Common Sense
Media and NetSmartz Workshop. Growing Up
Online is available in both English and Spanish.
DIGITAL DIVERSITY, COMMUNITY CONNECTIONS
In 2013, Comcast reached its third year of offering
Internet Essentials, the nation’s largest and most
comprehensive broadband adoption program, to
low-income families whose children are eligible to
participate in the National School Lunch Program.
It provides low-cost broadband service for $9.95
a month; the option to purchase an Internet-ready
computer for less than $150; and multiple options
to access free digital literacy training in print, online,
and in person. In 2013, Comcast made a series of
enhancements to the program designed to make
it easier and faster for families to sign up, including
expanding eligibility to parochial, private, charter,
and homeschooled students and launching an online
application in English and in Spanish. Since its launch,
Comcast’s Internet Essentials Program has connected
more than 1.2 million low-income Americans, or
300,000 families, to the power of the Internet at home.
Internet Essentials Customers
Dedicated to Digital
Literacy Initiatives
YE 2010 – YE 2013
Contributed in
Scholarships
YE 2010 - YE 2013
Over
$165 Million
Over
$50 Million
EMPOWERING PEOPLE WITH DISABILITIES
Comcast added Easter Seals as a national
partner in 2013, launching the Comcast Assistive
Technology Grant Fund to support Easter Seals
affiliates that are working to bring technology
resources to people with disabilities and special
needs and their families.
Easter Seals affiliates in Boston, Chicago,
Hartford, Houston, Indianapolis, Miami, and
Philadelphia were the first recipients of the
grant fund support under the new partnership.
In Houston, the Comcast Foundation grant
supported the BridgingApps Project, which assists
people with disabilities in finding apps that can
help improve their quality of life. With Comcast’s
support, Easter Seals of Greater Houston was able
to significantly expand in-person services and
website content for the BridgingApps Project,
reaching more than 20,000 users each month.
The partnership also includes airtime for public
service announcements to raise awareness of
Easter Seals’ services, particularly early disability
identification and intervention programs such
as Make the First Five Count of The Point
Foundation.
“[After] working with an Easter
Seals specialist, Matilda Gonzalez,
who could only control the
movement in her eyes, was
using a communication device
powered by her eye gaze. She
sped through the basics — ‘yes’
and ‘no,’ and then on to more
complex communication. She
communicated, for the first time
in her life, with her mother and
siblings. This is the life-changing
impact we have every day at
Easter Seals Houston, in part due
to the support of our community
and partners like Comcast who
understand that we all deserve
an opportunity to succeed.”
ELISE HOUGH
CEO, EASTER SEALS GREATER HOUSTON

MENTORING BEYOND SCHOOL WALLS
Comcast runs the nation’s largest workplace
mentoring program in partnership with Big
Brothers Big Sisters of America (BBBS). Beyond
School Walls is a one-to-one youth mentoring
program through which children from local
schools meet with an employee volunteer mentor
every other week during the school year. The
program introduces children to jobs at an early age,
allowing them to experience what it means to work
for a corporation and the educational requirements
needed to achieve professional success.
In 2013, Comcast celebrated its fifth anniversary
of Beyond School Walls with a total of 305
matches in 13 cities, including its newest site
in Chicago. All of Comcast’s current school
assignments are located in diverse communities.
And compared to national BBBS metrics,
Comcast’s matches on the whole are more diverse
(77% non-white vs. 69%); serve more male Littles
(52% vs. 44%); and have a higher 12-month
retention rate than the national BBBS average
(66% vs. 44%). These metrics exemplify the high
quality of the matches made in the program.
NEXT-GENERATION LEADERS
City Year is an education-focused program that
unites young people of all backgrounds for a year
of full-time service to keep students in school
and on track to graduation. Comcast partners
with City Year to combat America’s high school
dropout crisis and to develop the next generation
of leaders.
Comcast supports City Year in 16 of our shared
markets by investing in City Year’s leadership-
development programs, sponsoring 12 City
Year teams, and donating communication and
broadcasting resources to help City Year recruit
more young people to commit one year to
service. Comcast-sponsored City Year teams are
greatly diverse: 53% African American, 4% Asian
American, 32% Hispanic, and 2% Other Minority.
ROBOT GAMES
Hoping to inspire the next generation of science
and technology innovators, Comcast supports
the robotics program run by For Inspiration and
Recognition of Science and Technology (FIRST),
which culminates in a robotics competition
among 10,000 high school teens worldwide.
Since YE 2010, Comcast has sponsored 136 FIRST
Robotics teams across the country, reaching
about 3,400 students from multiple ethnic and
socioeconomic backgrounds. Over the past two
years, more than 150 employees have served as
mentors to FIRST Robotics teams.
Comcast also partnered with FIRST to create
the Comcast Media & Technology Award,
which recognizes one team for its outstanding
communication and marketing skills. The 2013
winner, Team Panteras of Mexico, created an app
to translate competition materials into Spanish,
expanding the field of competition and widening
FIRST’s global reach into Spanish-speaking
countries.
CARING IS SHARING OUR
GREATEST RESOURCE
Comcast Cares Day is Comcast and NBCUniversal’s
signature celebration of service and the nation’s
largest single-day corporate volunteer effort.
Every spring, tens of thousands of our employees,
families, friends, and local partners join us to make
change happen in the communities we serve.
In 2013, a record 85,000-plus volunteers
contributed more than half a million hours to
improve more than 750 parks, schools, beaches,
senior centers, and other vital community sites
around the world. Since the first Comcast Cares
Day in 2001, more than 500,000 volunteers
have contributed more than three million service
hours. In the words of company founder Ralph
Roberts, “It’s a wonderful thing to have people
work together for the benefit of others.”
Comcast Cares Day Volunteers

Governance
A broader vision of leadership.
The landscape of media and technology doesn’t slow; it accelerates. Every
day, we are challenged to be smarter than the day before and best prepare
and equip ourselves for the future. It is an exciting time within our business,
and our most senior leaders champion diversity & inclusion as part of our
overall business strategy.
True leadership puts principles
into practice, and our commitment
to creating a best-in-class model
for diversity & inclusion within the
media and technology industry
begins at the top. Comcast’s Board
of Directors, Corporate Diversity
Offices at Comcast and NBCUniversal,
and Internal and External Diversity
Councils work to implement, promote,
and sustain diversity throughout
our organization.
BOARD OF DIRECTORS
Comcast’s Board of Directors is one-third diverse,
including three people of color — two African Americans,
one Hispanic — and one female Board member. The
Board also includes three veterans: Joseph J. Collins,
Chairman of Aegis, LLC; Johnathan A. Rodgers, retired
President and Chief Executive Officer of TV One; and
Ralph J. Roberts, Comcast Founder and Chairman
Emeritus of the Board. Diversity remains an important
consideration in future nominations.
THE BIGGER PICTURE
Our leaders truly promote and leverage the rich
diversity that our employees, suppliers, programmers,
and community investment teams lend to the success
of our business. They don’t just “buy in” to diversity,
they live diversity every day, leading every area of our
business by our company’s long-standing promise and
unwavering credo: “We will respect and reﬂect the
customers and communities we serve.”
Employees dedicated full-time
to diversity increased by nearly
since 2010*
* 35 Employees as of YE 2013
50%

DIVERSITY OFFICES AND COUNCILS
Comcast has a Corporate Office of Diversity &
Inclusion dedicated to leading our inclusion efforts
across the entire enterprise. The mission is clear
— develop, execute upon, and continue to evolve
our Master Strategic Plan for Diversity & Inclusion.
The key to our success is continued collaboration
with the Office of Diversity at NBCUniversal and
the Office of Workforce Diversity & Inclusion at
Comcast Cable.
The Corporate, NBCUniversal, and Comcast
Cable diversity & inclusion teams partner with
our business groups to provide guidance on best
practices and to drive progress in workforce,
supplier diversity, programming, and community
investment.
And the best way to communicate our diversity &
inclusion strategic goals is by convening our senior
leaders at Internal Diversity Council meetings.
Comcast and NBCUniversal’s Internal Diversity
Councils serve as multipurpose sounding boards
and forums for dialogue on diversity & inclusion
across our company. Our most senior executives
attend Internal Diversity Council meetings, serving
as champions and advocates for our diversity work.
This ensures that we remain focused on our mission
to be the model company for diversity & inclusion
in our industry and in Corporate America.
MANY PERSPECTIVES, ONE VISION
At Comcast and NBCUniversal, we embrace our
position as a global leader in media, technology,
and business operations. We couldn’t be more
proud of the valuable insight and partnership we
receive from our innovative external Comcast and
NBCUniversal Joint Diversity Advisory Council
(Joint Council).
Our Joint Council provides a true cross-section of
viewpoints from the business world, media, and
technology industries, and also the communities
where we live and work.
The Joint Council is an enthusiastic group of more
than 40 members that includes national leaders
in business, politics, and civil rights. Four nine-
member sub-councils represent the interests of
women, African Americans, Asian Americans,
and Hispanics. In addition, there are “at-large”
members who represent the interests of the
LGBT community, veterans, Native Americans,
and people with disabilities. All members actively
provide advice and counsel regarding our
company’s diversity & inclusion strategies
and practices.
Comcast and NBCUniversal remain engaged
with all members through regular reporting
and meetings with the Joint Council Executive
Committee and other members throughout
the year. From the Joint Council, we receive
candid advice and insights into the interests
and expectations of the diverse customers and
audiences we serve.

At Comcast and NBCUniversal, diversity & inclusion
strengthens us and helps to move both our businesses,
and our communities, forward. From our nearly 136,000
employees to our millions of customers and audiences
around the world, we take great pride in the richness
of our diversity. Like pixels in an image, our diversity &
inclusion bind us together to create the bigger picture.

Comcast_Diversity_Report_2013

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